Employee Handbook Packages

Employee Handbooks are a "must have" in running your business. Once you give one to an employee and archive the signed employee acknowledgement form, there can be no dispute over whether you explained your company policies. It's all there in writing and everyone has the same information.

You also acquire a measure of legal protection if an employee in a court or administrative proceeding, challenges you. An Employee Handbook can be an objective piece of evidence showing that you've adopted fair and uniform policies and have informed your employees of exactly what is expected of them in their employment. They are a valuable tool for communicating, on an official basis, information regarding company policies and benefits.

Our offering contains all of the most important company handbook designated issues, and is easily customizable in almost any word processing software, to ensure that tailoring and publishing your Employee Handbook is as easy as possible. If there is a topic you don't desire, just simply delete it from the Word file, or better yet, make a copy of the original file from us, and delete it from your working copy - save the original from us as your master copy.

Of course some minor "tweaking" will be necessary to insert your company logo and company name, but you may not need to do much else. Until now, creating one was extremely time consuming and very expensive. If you have ever written even (1) policy document before, you know how time consuming it can be. To pay someone to create one for you would cost many thousands of dollars. Another alternative on the market are Employee Handbook software packages, but they are very expensive, and are a hassle because you have to learn how to interface with their special software.

We created our offering to avoid this time consuming and expensive hassle. Most of all, there is no waiting! Our Employee Handbook offering is available via download... and you could be printing and publishing it in no time at all.

Some of the positives that can result from establishing one are:

  • Greatly reduced legal risk
  • Everyone has the same information - no misunderstandings
  • Enhances the professional perception of your business
  • Fosters a team oriented environment
  • Enhances employee morale
  • Helps attract and retain the best people

We have (2)separate and distinct pre-formatted employee handbooks:

1.) with a Professional Organization orientation

2.) with a Manufacturing Organization orientation

The Professional oriented pre-formatted handbook, (21) pages containing (17) company policies, is easily adaptable to any Professional business type, e.g., Medical Suite, Dental Suite, Department Store / Chain, Real Estate Office / Chain, Software House, etc... literally any type of professional / salaried setting.

The Manufacturing oriented pre-formatted handbook, (39) pages containing (41) company policies, is easily adaptable to any Manufacturing business type, e.g., Manufacturing Shop, Fabrication Shop, Repair Facility, Fast Food Chain, Automobile Servicing, Auto Parts, Construction Companies, Plumbing and Heating, etc... literally any type of manufacturing / hourly setting.

In addition to the policies contained within the above two pre-formatted Employee Handbooks we'll throw-in (22) "extras". These "extra" policies will ensure that you have a full array of topics and levels of sophistication to choose from... with a little cutting and pasting you'll soon have your custom handbook tailored and published.

One of these offerings will allow you to complete your Employee Handbook project expeditiously. Just select the version that most reflects your business type / needs, and "cherry-pick" selected policies from the "extras" to tailor your handbook to your exact requirements.

The contents of the Professional Organization Oriented pre-formatted handbook follow:

  • table-of-contents
  • Introduction
  • Welcome Message - It is customary to formally welcome employees aboard. This page is set-up to do so, with a personal signature, to use as a section in an employee handbook, easily adaptable to another mechanism.
  • You are “Your Name Here’s” Most Valued Asset - This page defines that employees are a company's most valued asset, and is set-up to do so as a section in an employee handbook, easily adaptable to another mechanism.
  • Personal Integrity - Integrity begins with the judgments and decisions that each of us make as individuals. How do we define personal integrity? This page defines personal integrity and is set-up to do so as a section in an employee handbook, easily adaptable to another mechanism. It serves as a lead-in to further/additional topics that dwell on values, principles, ethics, behaviors, etc.
  • Law Compliance Policy - Complying with the law is vital to the future and the success of any company. This page states company position on this issue.
  • Handbook Introduction - This page serves as an introduction to an employee handbook touching on values, standards, policies, guidelines, ethics, etc. It would be easily adaptable to other forms of presentation.
  • Equal Employment Opportunity Policy - Companies that desire to attract and retain qualified talent vital to their success must state position on these issues. This page states company position on these issues.
  • Work Environment Policy - Most companies have a policy that addresses conduct in the workplace that creates an intimidating or otherwise offensive environment. This page addresses these issues. Our Health & Safety page dwells on physical safety, but does not address these issues.
  • Company Property Usage Policy - Employees have an obligation to safeguard corporate assets by ensuring they are appropriately used and properly maintained. This page addresses this issue.
  • Company Records Policy - Decisions are made based on the accuracy of information recorded at all levels of an organization. Inaccurate information can lead to poor decision-making. This page addresses these issues.
  • Conflicts of Interest Policy - Companies earn and maintain their reputation as a company that conducts business with the utmost integrity, by avoiding actions or relationships that might conflict or even appear to conflict with job responsibilities or company interests. This page states company position and provides examples relative to these issues.
  • Non-Disclosure Policy - The protection of proprietary and confidential business information and trade secrets is vital to the future and the success of any company. This page addresses the issues regarding this topic, and is similar to our pages Proprietary Information and Information Handling, but written at a lower level and includes disciplinary actions that could be a result of policy violation.
  • Customer Information Policy - The nature of business frequently gives employees access to private and proprietary information about customers. This page addresses these confidentiality issues.
  • Commitment to Service Policy - Satisfying customer needs requires the active involvement of everyone in the company. Effective customer relations demand a total commitment to service. This page states company position about this issue.
  • Competition and Antitrust Policy - Companies in the free market system must comply with the letter, spirit, and intent of all applicable antitrust laws. This page states company position relative to fair and honest competition within the free enterprise system.
  • Suppliers Policy - Companies who desire to select suppliers impartially on the basis of quality, performance, value, and suitability of the product or service usually state that intent in writing. This page states company position on this issue.
  • Communications Policy - Customers, suppliers, government agencies, and communities depend on the honesty and accuracy of communications. This page addresses the issues surrounding honest and accurate communications.
  • Gifts & Gratuities Policy - The giving of gifts, favors, gratuities, payments, and/or entertainment may be attempts to influence decisions or actions that are not in a company's best interests. Accepting such items raises questions about the recipient's ability to make independent business judgments. This page addresses these ethical issues.
  • Personal Conduct Policy - Most companies publish policy relative to personal conduct, especially while on company business. This page addresses this issue.
  • Foreign Corrupt Practices Act Policy - The Foreign Corrupt Practices Act prohibits the giving of money or anything of value to a foreign official for the purpose of influencing his or her official actions, and addresses other business issues. This page addresses this legal issue, and is similar to our pages on Political Activities, and on Others Entertainment, but different.
  • Import & Export Controls Policy - Complying with US Import and Export laws is the obligation of a company as well as each individual because the consequences for non-compliance can be severe. It is important that companies engaged in cross-border transactions maintain procedures to ensure compliance with laws regulating the import, export, and re-export of commodities, services, and technical data. This page addresses these issues in detail.
  • Outside Activities Policy - Companies permit and, in many cases, encourage and support employee involvement in business, civic, or social activities. This page addresses issues related to these activities.
  • Closing Thoughts - A multi-paragraph closing to the handbook.
  • Employee Acknowledgement Form - Yes, the last page in the handbook is the employee acknowledgement form.

The contents of the Manufacturing Organization Oriented pre-formatted handbook follow:

  • table-of-contents
  • Introduction
  • Welcome Message - It is customary to formally welcome employees aboard. This page is set-up to do so, with a personal signature, to use as a section in an employee handbook, easily adaptable to another mechanism.
  • You are “Your Name Here’s” Most Valued Asset - This page defines that employees are a company's most valued asset, and is set-up to do so as a section in an employee handbook, easily adaptable to another mechanism.
  • Personal Integrity - Integrity begins with the judgments and decisions that each of us make as individuals. How do we define personal integrity? This page defines personal integrity and is set-up to do so as a section in an employee handbook, easily adaptable to another mechanism. It serves as a lead-in to further/additional topics that dwell on values, principles, ethics, behaviors, etc.
  • Law Compliance Policy - Complying with the law is vital to the future and the success of any company. This page states company position on this issue.
  • Handbook Introduction - This page serves as an introduction to an employee handbook touching on values, standards, policies, guidelines, ethics, etc. It would be easily adaptable to other forms of presentation.
  • Employment At Will Policy - Companies who desire (for legal reasons) to state that no contract exists between the company and an employee will usually adopt this policy. This page states company position on this issue.
  • Equal Employment Opportunity Policy - Companies that desire to attract and retain qualified talent vital to their success must state position on these issues. This page states company position on these issues.
  • Immigration Law Policy - The Immigration Reform and Control Act indicates that one must present documentation establishing identity and employment eligibility. This page addresses aliens who are not authorized to work in the United States.
  • Employment Applications Policy - Companies rely upon the accuracy of information contained in the employment application, as well as the accuracy of other data presented by an applicant or employee. This page addresses this issue and policy violation consequences.
  • Employment Reference Checks Policy - most professional organizations check the employment references of an applicant, and respond to reference check inquiries from other employers, to some extent. This page addresses this issue.
  • Employee Medical Examinations Policy - To help ensure that employees are able to perform one's duties initially and ongoing, safely, medical examinations sometimes randomly, may be required. This page addresses this issue.
  • Introductory Period Policy - Usually one's first ninety-days of employment are considered an Introductory Period. The Introductory Period would be a time for getting to know one's fellow employees, one's manager, and the responsibilities involved in one's job position, as well as becoming familiar with the company's products and services. This page addresses the introductory period issue.
  • Employment Types Policy - Most companies clarify the definitions of employment classifications so that employees understand one's employment status and benefit eligibility. This page addresses this issue.
  • Vacation Eligibility Policy - Vacation time off with pay is usually available at most companies. This page addresses the eligibility, amount, and accrual of this benefit, and is similar to our page Vacation Eligibility - II, but is a different scenario.
  • Holiday Benefits Policy - Most companies have a policy that formally addresses time off for holidays, notes the days recognized by the company as holidays, and comprehends eligibility as it relates to the Introductory Period, working the business day before and after the holiday, etc. This page addresses the recognized holiday issues.
  • Sick Leave Benefits Policy - Most companies provide, and have an algorithm for accruing, paid sick leave benefits to eligible regular full-time employees for periods of temporary absence due to illnesses or injuries. This page addresses this benefit and the issues surrounding it.
  • Bereavement Leave Policy - Employees are entitled to take time off due to the death of an immediate family member. This page addresses what is considered immediate family, and bereavement pay issues.
  • Employee Relations Policy - Most companies demonstrate its commitment to employees by responding adequately and effectively to employee concerns. This page addresses this issue.
  • Business Ethics Policy - The continued business success and reputation of a company is built upon the principle of ethical conduct. This page addresses these ethical issues.
  • Employee Conduct Policy - A company expects an employee to behave in a manner that ensures and protects the interests and safety of all employees and the organization. This page addresses these issues.
  • Non-Disclosure Policy - The protection of proprietary and confidential business information and trade secrets is vital to the future and the success of any company. This page addresses the issues regarding this topic, and is similar to our page Proprietary Information and Information Handling, but written at a lower level and includes disciplinary actions that could be a result of policy violation.
  • Harassment Policy - This page addresses discrimination, sexual and other unlawful harassment.
  • Workplace Violence Prevention Policy - Most companies value their employees as one of their most important assets. Given the increasing violence in society in general, most companies have adopted this policy. This page addresses this issue, and is similar to our page Workplace Violence, but is different and is written at a lower level.
  • Usage of Alcohol & Illegal Drugs Policy - To enable a company with the ability to maintain an illegal drug and alcohol problem free workplace, this page addresses the random testing of employees and the consequences of policy violation.
  • Usage of Equipment and Vehicles Policy - Equipment and vehicles essential to accomplish job duties are expensive and may be difficult to replace. This page addresses the improper, careless, negligent, destructive, or unsafe use or operation of equipment or vehicles, and the consequences of policy violation.
  • Safety & Safety Attire Policy - Most companies have a policy that addresses the health and safety of their employees. This page addresses these physical issues, and is similar to our page Health & Safety, but is more detailed and definitely oriented toward a manufacturing environment.
  • Attendance & Tardiness Policy - To meet customer commitments and to satisfy production schedules, companies expect an employee to be reliable, and to be punctual in reporting for scheduled work. Absenteeism and tardiness place a burden on other employees and on the company. Poor attendance and excessive tardiness are disruptive. This page addresses these issues, and adapts to all business types.
  • Performance Evaluations Policy - Most companies evaluate employee performance after the introductory period, and on an ongoing 12-month cycle on or about the anniversary of the date of hire. This page addresses this issue.
  • Personal Appearance & Grooming Policy - Dress, grooming, and personal cleanliness standards contribute to the morale of all employees and affect the business image a company presents to customers and visitors. This page, manufacturing or hourly focused, addresses this issue.
  • Recording Hours Worked (Timekeeping) Policy - Accurately recording time worked is a responsibility of most employees. This page states company position relative to this issue.
  • Smoking Policy - This page addresses the no smoking in the workplace issue.
  • Telephone Usage Policy - This page addresses personal use and usage of an appropriate greeting.
  • Overtime Policy - When operating requirements or other needs cannot be met during regular working hours, some companies provide additional compensation for hours worked over and above the norm. This page addresses issues related to overtime work assignment, selection, authorization, pay calculation, etc.
  • Payday Policy - Payday is an important ongoing re-occurring event. This page, manufacturing or hourly focused, addresses this issue.
  • Personnel/Personal Data Changes Policy - Employees must notify the company of any changes in personnel or personal data. Personal information should be accurate and current at all times. This page addresses this issue.
  • Personnel Files Access Policy - Companies normally maintain a personnel file on each employee. There are issues related to this business necessity. This page addresses these issues.
  • Jury Duty Policy - Companies usually support employees who desire to fulfill civic responsibilities by serving jury duty when required. This page addresses proof, pay, and other related aspects.
  • Outside Employment Policy - Sometimes employees hold or desire to hold work positions outside of, and in addition to, their company's employment. This page addresses issues related to outside employment.
  • Workplace Visitors Policy - To avoid potential distractions and disturbances, restrict unauthorized visitors, protect against theft, etc. most companies adopt a policy such as this. This page addresses this issue.
  • Workplace Monitoring Policy - To ensure quality control, employee safety and security, customer satisfaction, and detect theft and misconduct, and discourage or prevent acts of harassment and workplace violence, most companies adopt this policy. This page addresses this issue.
  • Resignation Policy - Resignation is a voluntary act initiated by an employee. This page states company position relative to this issue.
  • Negligence Policy - This page addresses the recovery of damages to property, equipment, or loss of customer base due to, avoidable actions or inactions of an employee.
  • Probation Policy - As an alternative to termination, if one's supervisor believes that an employee is still salvageable, probation may be implemented. This page addresses the issues surrounding this tactic.
  • Suspension Policy - For serious offenses that do not quite warrant termination or probation, a suspension may be an alternative. This page addresses this issue.
  • Three-Strikes Policy - The three-strikes policy was instituted to allow supervisors greater flexibility in dealing with problem employees. This page addresses the issues surrounding this alternative.
  • Closing Thoughts - A multi-paragraph closing to the handbook.
  • Employee Acknowledgement Form - Yes, the last page in the handbook is the employee acknowledgement form.

The contents of the Extra Policies follow:

  • Benefits - COBRA - This page serves as an overview of a company's Benefits Continuation benefit related to the federal Consolidated Omnibus Budget Reconciliation Act (COBRA). This Act gives employees and their qualified beneficiaries the opportunity to continue health insurance coverage under a company's health plan for certain qualified events.
  • Benefits - Eligibility - This page serves as an introduction to the eligibility requirements regarding a company's available benefits.
  • Benefits - General - This page serves as an introduction to a company's available benefits, suitable for use as a section in an employee handbook.
  • Benefits - Medical - This page serves as an overview of a company's Medical Insurance benefit.
  • Benefits - Social Security - This page serves as an overview of a company's Social Security benefit, one that usually goes unnoticed (out-of-sight, out-of-mind).
  • Benefits - Workers' Compensation Insurance - This page serves as an overview of a company's Workers' Compensation Insurance benefit.
  • Appearance Guidelines - Hourly - Dress, grooming, and personal cleanliness standards contribute to the morale of all employees and affect the business image a company presents to customers, associates, and visitors. Documented within this page is (1) set of Appearance Guidelines oriented toward a manufacturing environment, easily adaptable to most businesses of this type.
  • Appearance Guidelines - Professional - Dress, grooming, and personal cleanliness standards contribute to the morale of all employees and affect the business image a company presents to customers, associates, and visitors. Documented within this page is (1) set of Appearance Guidelines oriented toward a professional environment, easily adaptable to most professional business types.
  • Accepting Gifts or Favors Policy - The acceptance of gifts or favors can compromise or appear to compromise the integrity of a business relationship. This page addresses these issues, and adapts to all business types.
  • Ethical Competition Policy - General and specific business information about competitors is important in a company's effort to maintain and improve competitive position. This page states company position relative to acquiring information legally and ethically.
  • Health and Safety Policy - Most companies have a policy that addresses the health and safety of their employees. This page addresses these physical issues. Our Work Environment page touches slightly on physical safety, but is more oriented toward sexual advances, actions, comments, or any other conduct in the workplace that creates an intimidating or otherwise offensive environment.
  • Information Handling Policy - Information is one of a company's most valuable assets in the competitive global marketplace. Employees share the responsibility to protect valuable company information for mutual benefit. This page addresses the issues regarding this topic, and is similar to our page Non-Disclosure and Proprietary Information, but is written at a higher level as is Proprietary Information, but only references company specific information.
  • Insider Trading Policy - It is illegal to trade company securities on the basis of material inside information. Inside information is information that is known inside the company, but is not known to the general investing public. This page addresses this issue.
  • Non-Union Policy - Some companies are non-union and desire to remain non-union. This page states company position on this issue.
  • Political Activities Policy - Ethical companies usually prohibit giving anything of value directly or indirectly to a government official in order to influence his or her judgment in the performance of official duties. This page addresses issues related to this practice, and is similar to our page on Others Entertainment, and on the Foreign Corrupt Practices Act (FCPA), but different.
  • Proprietary Information Policy - Each employee has an individual responsibility to safeguard and protect from unauthorized disclosure any proprietary information to which he or she has access in connection with his or her employment. This page addresses the issues regarding this topic, and is similar to our page Non-Disclosure and Information Handling, but is written at a higher level as is Information Handling, and includes references to possession of customer and supplier information.
  • Quality Policy - Quality is a fundamental principle of most companies. This page states company position relative to quality.
  • Soliciting Gifts or Favors Policy - The giving of gifts, favors, gratuities, payments, and/or entertainment may be attempts to influence decisions or actions that are not in a company's best interests. Accepting such items raises questions about the recipient's ability to make independent business judgments. This page addresses these ethical issues and is similar to our Gifts & Gratuities policy, but dwells more on the solicitation of rather than the giving of gifts and favors.
  • Termination Policy - Termination is an undesirable outcome for both the employee and the company, but may be necessary if the employee is unable or unwilling to meet the company's performance standards. This page addresses the issues surrounding this tactic.
  • Vacation Eligibility II Policy - Vacation time off with pay is usually available at most companies. This page addresses the eligibility, amount, and accrual of this benefit, and is similar to our page Vacation Eligibility - I, but is a different scenario.
  • Workplace Violence Policy - Most companies value their employees as one of their most important assets. Given the increasing violence in society in general, most companies have adopted this policy. This page addresses this issue in detail, and is similar to our page Workplace Violence Prevention, but is different and is written at a higher level.
  • Work Schedule Planning Policy - Most companies, in order to provide excellent service to all customers external and internal, require a reasonable amount of staffing structure, planning, and execution to ensure adequate departmental coverage. This page addresses this issue.

Although some of the "Extras" included in this complete package may appear redundant to those in the pre-formatted offerings, it is usually due to an increased level of sophistication of the same base product, e.g., Non-Disclosure Policy and Proprietary Information Policy. These could be viewed as a duplication of products within the package.

However, our intent is to provide the end-customer with all of the levels of sophistication and with all of the pertinent material we have available. This gives the end-customer a choice so that they can implement the appropriate level of sophistication for their organization.

This complete package will enable you to quickly create your own handbook, and get all the perception and protection an Employee Handbook can offer you and your business.

Employee Handbook - Prof.

Price: $ 37.

Employee Handbook - Mfg.

Price: $ 47.

Satisfaction Guaranteed!

Your purchase is backed by our ironclad refund guarantee... you have 60 days to work with it. If you are not happy with it for any reason, or no reason at all... we'll refund your money in full... no questions asked.

If you purchase Today... you will also receive 2 additional Business Enhancing Bonuses: 1) Our Blueprint for Operational Excellence, and 2) Our Operational Excellence Internalized document.

Immediately after payment via our secure payment processor (PayPal) you will be provided with access to download your purchase, and the bonuses. You do not need a PayPal account to use your credit card for this purchase! Note: All items are delivered via download at our secure headquarters website https://www.skelstar.com.

If you decide not to purchase, you can still have the 2 Business Enhancing Bonuses. All you have to do is provide us with your email address, and we will send you the download links in an email right away. Note Again: All items are delivered via download at our secure headquarters website https://www.skelstar.com.

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